Recruitment and Selection Online Quiz

Recruitment and Selection in an Internet Context

• Recruitment aims to identify, attract, and hire qualified individuals.
• Growing competition for talent necessitates expanding recruitment beyond local/domestic borders.
• Internet technologies (company websites, job boards), social media (LinkedIn, Facebook), mobile recruitment, and AI are used to attract applicants.

Online Recruitment

• Online recruitment utilizes technologies (websites, social media) to find and attract applicants.
• The goal is to maintain applicant interest throughout the selection process.
• Web-based tools (applicant tracking systems) support the recruiting process.
• Benefits of online recruitment are numerous, but potential issues need consideration.

Impact of Online Recruitment on Recruitment Objectives

• Cost: Minimizing the costs of filling job openings.
• Speed: Speeding up job vacancy filling.
• Psychological contract fulfillment: Ensuring fulfilled contracts for better satisfaction/retention
• Satisfaction /retention: Affecting employee satisfaction rates for better retention.
• Quality/ quantity: Achieving better quality and quantity of applicants.
• Diversity: Ensuring diversity in applicants.

Cost of Filling the Job Opening

• Minimizing the cost of filling job openings.
• Assessing existing recruitment processes and aligning them with technology capabilities for ROI (Return on Investment).
• Leveraging applicant tracking systems (ATS) to automate screening, automated emails can facilitate communication before the application.

Speed of Filling Job Vacancies

• Online recruitment is significantly faster than traditional methods (70% faster).
• Provides opportunities to speed up hiring at every stage (posting, receiving applications, onboarding).
• Increases efficiency by allowing organizations to spend less time on gathering and sorting applicant data.
• Speed may influence the quality of hires and their retention.

Psychological Contract Fulfillment, Satisfaction & Retention

• Psychological contract refers to employee beliefs about reciprocal obligations/promises with the organization.
• Breached contracts lead to dissatisfaction and a higher likelihood of employee leaving the organization.
• Recruitment processes shape expectations and psychological fulfillment; affecting employee satisfaction and retention.

Quantity of Applicants

• Online applications and resume uploads are faster and available 24/7.
• Online access to job openings via company websites, job boards, and social media, potentially boosting applications.
• Volume of applications can potentially lead to a large pool of candidates but also requires thorough evaluation, possibly exceeding the initial expectation

Quality and Diversity of Applicants

• Applicant pool quality and diversity is impacted by who uses online recruitment.
• Online recruitment systems may impose restrictions on applicant pool characteristics.
• Factors affecting this potentially include: computer access, computer skills, poverty, ethnic differences, and age differences.
• The usage of online job searches correlates positively with education, income and proximity to urban/suburban areas.

Terms

• Passive job seeker: Currently employed individuals not actively seeking employment but are receptive to opportunities.
• Company's employment brand: The organization's known values/image/culture.
• Realistic culture preview: Information about company philosophy, values, systems, history, diversity, salary structures, and benefits.
• Realistic job preview: Information about the positive/negative attributes of a job; helps applicants make informed decisions.

Attributes of the Recruiting Website

• Navigability: Ease of browsing through the website's pages to find information.
• Content Information: The relevance/value of content that is made available
• Media Richness: Creating relevant content to help applicants reduce uncertainty and anxiety.
• Customizable Information: An applicant can engage with the job specification and decide if it is suitable.
• Aesthetic Features: The overall style and innovative elements that can engage a potential interest.
• Usability: Friendliness and accessibility; integrating the above factors are essential for an accessible website.

New Trends and Technologies in Online Recruitment

• Social networking websites
• Mobile recruitment
• Artificial Intelligence and Machine Learning
• Chatbots
• Online recruitment as a stepping stone to HRIS

Online Recruitment Guidelines

• Suitability: Useful for firms with well-known brands, as potential recruiting avenues.
• Candidate Requirements: Helpful in attracting large numbers of candidates, particularly for high-level jobs, requiring high educational qualifications.
• Limitations: Potential limitations include restricted ability to attract skilled and diverse applicants.
• Website Functionality: Websites should be easy to use and designed to attract rather than simply screen candidates.
• Assessment Alignment: Online screening systems should be based on job analyses.

Online Recruitment Guidelines (Cont'd)

• Realistic Job Previews: E-recruiting systems must provide realistic previews of jobs and firm.
• Continuous Improvement: Regular review/improvement of online recruiting based on feedback.
• Cultural Sensitivity: Recruitment should be sensitive to diverse backgrounds, including those with low educational levels and low computer skills.
• Privacy Protection: Implementing appropriate privacy policies, limiting data collection, and restricting access/distribution of data.

Selection and Technology

• Choosing qualified individuals to fill job vacancies, aligning with company needs and individual skills.
• Essential Skills/knowledge: matching knowledge, skills, and assessments required by the job
• Company culture matching: aligning candidate attributes with company culture.

Importance of Assessments

• Assessments are crucial for all organizations to measure employee abilities, skills, and personal attributes for success.
• Selection systems' use of technology is becoming more prevalent and comprehensive. The range of assessments/methods of administering them will continue to grow.
• Validity and relevance of assessments: ensuring validity, relating information to the job requirements, and avoiding unfounded claims.
• Regulatory considerations: Adhering to employee selection guidelines or antidiscrimination laws.

Technology in Assessments

• Technology in selection involves software/internet-based services to administer/score tests.
• Common types of assessments: personality, ability, speeded, power tests, and work simulations.

Sample Screens for Understanding

• Practical demonstrations of platforms for managing recruitment processes; job posting, applicant tracking, interviews, and selection.

Additional Information

• Reference listed in slides: Human Resource Information Systems.

This quiz explores the recruitment and selection processes in the context of the Internet. It covers how online technologies, social media, and AI tools are utilized to enhance recruitment efficiency and applicant engagement. Additionally, it examines the impact of these technologies on recruitment objectives such as cost and speed.